MINISTRY OF LABOUR AND SOCIAL SECURITY

Collective Agreement

The Head Human Resource Manager ZSIC Life Limited LUSAKA AND Zambia Union of Financial Institutions

and

Allied Workers (ZUFIAW) LUSAKA 12th November, 2019

Dear Sir/Madam,

RE: APPROVAL OF THE COLLECTIVE AGREEMENT

Reference is made to the above captioned matter.

The Ministry is pleased to inform you that your collective agreement has been approved and registered accordingly.

Enclosed herewith is the said document for your records and necessary action.

1.0 PREAMBLE

AN AGREEMENT made on 1.8.... of January Two Thousand and Nineteem (2019) between ZSIC BELAKA LIFE LTD (hereinafter called "the Employer") whose registered office is at at plot No. 4432 Cairo Road, Insurance House, Lusaka of the first part and THE ZAMBIA UNION OF FINANCIAL INSTITUTIONS AND ALLIED WORKERS (hereafter called "the Union") of the second part.

WHEREAS the parties have agreed and accepted the terms and conditions of service and salaries and wages embodied in this agreement to apply to the eligible employees of ZSIC Life Limited, NOW IT IS HEREBY AGREED AS FOLLOWS:

2.0 DEFINITIONS

In this agreement and in any reference of whatever manner of this Agreement, unless the context otherwise requires:-

“Bargaining Unit” means at the level of an undertaking the negotiating team representing the management together with the trade union in such undertakings.

“Collective Agreement” means an agreement negotiated by an appropriate bargaining unit in which the terms and conditions affecting the employment and remuneration of employees are laid down. “Collective Bargaining” means all the carrying on of negotiations by an appropriate unit for the purpose of collective agreement.

“Company” means any entity within the ZSIC Life Limited which has entered into a contract to employ any person and which is registered under the Patents & Company Registration Authority (PACRA). “Court” means the Industrial Relations Court under section eighty-four of the Industrial and Labour Relations Act, 1997.

“Deadlock” means a situation arising out of a collective dispute where the parties to the dispute have exhausted the procedure, whether formal or otherwise, mutually agreed to by the parties for the settlement of the dispute, where reconciliation has proved unsuccessful and where either or both parties are of the opinion that further negotiations are unlikely to lead to the settlement of the dispute.

“Child” - means any child of the employee not having reached his/her 21st birthday, not formally employed. A child includes legally adopted persons registered with the ZSIC Life Limited.

“Dependent” - means a person wholly dependent on the employee and is:-

i. inot over the age of 21 years

ii. either normally resident with the employee or maintained by him/her in full-time education and

iii. registered with the ZSIC Life Limited.

An employee shall be allowed to replace a dependent who falls off due to age or death but that the maximum number of dependents at any given time shall be Four (4).

"Eligible employee" means a unionisable employee other than a member of the Management of the undertaking.

“Employee” means any person who has entered into, or works under a contract of employment with an employer whether such contract is expressed or implied, oral or written, or serving a probationary period of employment.

“Employer” means any person who, or body of persons, firm, company, Group or public authority which has entered into a contract to employ any person and includes any agent, representative or manager of such person, body of persons, firm, company or public authority who is placed in authority over the persons employed;

“Lock-out” means the closing down of a place of employment or the suspension of work, or the refusal by an employer to continue to employ any number of persons employed by him/her, as a result of a dispute, and done with a view of compelling those persons, or to aid another employer in compelling those persons or aid him/her, to accept terms or conditions of employment or terms of conditions affecting employment.

“Member” means a member of the union as defined by ZUFIAW constitution.

“Officer of a trade union “means a duly elected or appointed office holder of a trade union including a trustee, but does not include its employee;

“Probation” means the period from the commencement date to the date the appointment or employment is confirmed in writing to the employee by the ZSIC Life Limited or the period specified in the contract as the probation period.

“Proper Officer” means a Labour Officer.

“Recognition Agreement” means an agreement as described in part VII of the Industrial and Labour Relations Act 1993.

“Strike” means the cessation or withdrawal of labour contrary to the terms and conditions of contract by a body of persons employed in any undertaking acting in combination; or a concerted refusal under a common understanding of any number of persons who are so employed to continue to work or provide their labour.

“Trade Union” means an organization of employees which is registered as a trade union under the Industrial and Labour Relations Act 1993 and whose principal objects regulate collective relations between employees and employers or between employees and organizations of employers or between employees and employers;

“Undertaking” means any company, firm, trade, business industry or any other kind of enterprise, any statutory board, Group or any local or public authority or any branch or autonomous division thereof.

3.0 OBJECTIVES

It is hereby realized and agreed that the advancement of employees and indeed their livelihood depends - on the success of the Company. The Company must look to its employees to manifest loyalty and devotion and to maintain a high standard of efficiency and hard work. The Company in turn is concerned about the well-being of all its employees. Both the Company and the Trade Union have mutual obligations which may be summarized as follows:-

(i) Determination of an equitable pay structure in the light of prevailing circumstances thus leading to reduction of loss of time through wage disputes.

(ii) Improvement of workers morale and industrial relations.

(iii) Increase in work output and performance.

(iv) Reduction in labour turnover, in particular, by providing a conducive working environment and offering competitive terms and conditions of service.

4.0 EMPLOYEES OBLIGATIONS

(i) The employee shall at all times competently, faithfully and diligently perform such duties as ZSIC Life Limited may place over him/her and shall faithfully, observe all rules of ZSIC Life Limited.

(ii) The employee shall obey and comply with all written and unwritten lawful orders and directions given by ZSIC Life Limited or by its Board of Directors or such persons as ZSIC Life Limited may place over him/her and shall faithfully, observe all rules of ZSIC Life Limited.

(iii) The employee shall be considered to be an employee of ZSIC Life Limited for the duration of his/her employment and shall be so obliged.

(iv) The employee shall work in such places in Zambia or elsewhere as ZSIC Life Limited may from time to time direct.

(v) (a) The employee shall not either during his/her employment or after it has ended divulge to any person and shall use his/her best endeavors to prevent the publication or disclosure of any information concerning ZSIC Life Limited or any of its secrets which may come to his/her knowledge during the course of his/her employment herein except under the order of the Court or other Law enforcement Agency, the employee is obligated to disclose such information.

(b) Where the employee has been ordered or summoned as herein before provided, he/she shall consult either with ZSIC Life Limited, Company Secretary or the Managing Director/ Chief Executive Officer prior to attending such court or complying with such order as the case may be. Such summons or Court order shall be left with the Company officials aforementioned.

(vi) The employee shall give ful! and proper information to such persons as ZSIC Life Limited may require him/her to give in the skills for which the employee is employed.

5.0 RECRUITMENT POLICY

(i) Recruitment of personnel shall remain the prerogative of Management. It is a policy of ZSIC Life Limited to give priority for appointment to existing staff by way of internal advertisements. However, when there is no suitable qualified staff to fill a particular post, ZSIC Life Limited shall advertise the vacancy in the press.

(ii) Engagement of personnel is subject to the passing of medical examinations done by a recognized and accepted medical practitioner at such clinic or hospital as ZSIC Life Limited may direct. The cost of such medical examinations shall be borne by ZSIC Life Company Limited.

(iii) When engagement takes place, ZSIC Life Limited shall inform the person in writing of the conditions applicable to his/her employment.

6.0

(iii) TERMINATION OF EMPLOYMENT

i. During the probationary period either party may terminate employment giving one day’s notice or payment of equivalent salary in lieu of notice.

ii. Upon confirmation of appointment, employment may be terminated by either party giving thirty (30) days’ notice, or payment of a month’s salary in lieu of notice.

iii. Where Management terminates a contract of service of an employee other than for disciplinary reasons the prevailing conditions of Early Retirement or Redundancy shall apply.

(ii) Employees shall be classified and receive annual basic salaries and annual increments in accordance with these conditions.

(iii) All increments shall be awarded upon the recommendations of the Managing Director, Departmental Head or Branch Manager, after he/she has taken into account the employee’s performance and diligence during the preceding twelve months, subject to approval by Management. Management shall endeavor to ensure that increments are based on performance appraisals taking into account each employee’s Job description and targets set at the beginning of each year as agreed between the employee and the supervisor.

(iv) Any stoppage of annual increment shall be supported by a report submitted by the Departmental Head or Branch Manager to Management.

(v) All employees shall be subjected to performance appraisals for the annual increment.

(vi) Salaries shall be paid monthly in arrears but not later than the last calendar day of the current month.

8.0 APPOINTMENT AND DEPARTMENTAL TRANSFERS

All appointments and departmental transfers shall be carried out in accordance with the approved establishment and at Management’s discretion.

(i) Ali training matters shall be conducted in accordance with the provisions of the Training&Development Policy in force at all times.

(ii) ZSIC Life Limited shall recognize and accept qualifıcations relevant to the job attained through private studies. Acceptable qualifications shall be from institutions recognized by the Examinations Council of Zambia, Ministry of Education or designated Government body.

(iii) When one obtains certification for an extra qualification relevant to his/her job but cannot be promoted due to limited positions, he or she should be given a notch related salary increment as follows:-

-Certificate/Advanced Certificate 3 Notches

-Diploma/ Advanced Diploma 4 Notches

-Degree 5 Notches

-Masters 6 Notches

(ii) When required to work a shift system the total hours worked during the rotation period of a shift cycle shall not exceed an average of forty (40) hours or forty eight (48) hours per week for other employees and security staff respectively.

10.1OVERTIME

(i)All employees may be required to work reasonable amount of overtime as and when the need for the said overtime is dictated by the operational requirements.

(ii)Notification of overtime requirements shall be made within reasonable time by the Departmental/Sectional Head of the employee concerned.

The hours worked in excess of forty (40) hours per week and forty eight (48) hours for security staff shall be paid as overtime on the following rates:

(iii)No overtime shall be paid or authorized without prior approval by the supervisor.

Employees on shift work quality for overtime payment only for work performed beyond either forty (40) or forty eight (48) hours and on allocated weekly rest days but shall not be allowed to work for more than twelve (12) hours continuously.

Refusal by the employee to work overtime when requested to do so without valid reason or excuse acceptable to Management may be considered as willful neglect of the Company duties and shall lead to disciplinary action being taken against any such employee.

Security personnel who work shifts as above shall be entitled to a monthly shift allowance to be determined from time to time.

11.0 LEAVE

(i) The leave entitlements according to grade are indicated below ;

(iii) The maximum number of leave days an employee can accrue shall be as follows:-

ZS 10 - ZS 11 inclusive Ninety (90) working days

ZS 8 - ZS 9 inclusive One Hundred and Eight (108) working days.

(iv) Although every endeavor shall be made to meet individual leave requirements, the granting of leave shall be subject to operational requirements.

11.1 ANNUAL LEAVE

(i) An employee shall be entitled to Annual leave once a year. Approved leave shall be exclusive of Saturdays, Sundays and gazetted Public Holidays. As a requirement of the Employment Act, every employee will take vacation leave once every year.

(ii) Commutation of leave days will be allowed only when proceeding on annual leave.

(iii) An employee will be required to leave a minimum balance of Five (5) days to his/her credit when either proceeding on leave or commuting. Commutation shall be given at the discretion of Management once within Twelve (12) calendar months, provided that where extenuating circumstances exist, Management may allow such commutation before the twelve calendar months.

11.6 UNPAID LEAVE

(i)At the discretion of Management, unpaid leave up to a period of Three (3) months may be granted. Before any period of unpaid leave commences, all Annual leave due to the employee shall be taken.

(ii)The maximum period of absence, which shall be permitted at any time, is Three (3) months, which Three (3) months will be cumulative total of all Annual leave due to date plus the granted period of unpaid leave.

(iii)Annual leave shall not accumulate during the period of unpaid leave enjoyed by the employee.

11.7 SPECIAL LEAVE

(i) At the discretion of Management and in consultation with the Departmental Manager concerned, an employee who is required by law to attend court proceedings may be granted paid special leave for the number of days required.

(ii) Special Leave shall on written application and supported by documentary evidence be granted on compassionate grounds on the death of a member of the employee’s registered immediate family.

For the purpose of special/compassionate leave, immediate family is defined as:-

(a) wife or husband of the employee

(b) child of the employee

(c) brother or sister of the employee

(d) mother or father of the employee

(e) Three (3) registered dependants

11.8 STUDY LEAVE

Study leave shall be granted to an employee who fulfils the following conditions:-

(i) He/she is nominated by the ZSIC Life Limited to attend a course of study.

(ii) He/she attended the course at his/her own request with the approval of Management.

(iii) A confirmed employee taking a recognized professional course shall be granted a maximum of Twenty (20) working days study leave per annum in order to prepare and sit for an examination.

(iv) An employee shall be granted unpaid study leave at the discretion of Management up to a period of Two (2) years.

(v) At the conclusion of a study program, an employee shall be required to submit examination results and certificates to the Human Resources department with a copy to the respective Head of Department.

12.0 OUT OF POCKET ALLOWANCE

An out of pocket allowance will be paid to an employee who travels away from normal station on Company business and the Company has provided accommodation.

The allowance which will be at the rate of Kwacha Four Hundred (K400.00) per night will be paid to cover for incidental expenses.

12.1 PETTY CASH

Employees shall be entitled to monthly petty cash at a rate of Kwacha One Hundred K 100.00.

13.0 SUBSISTENCE ALLOWANCE

(i) Subsistence Allowance shall be paid to an employee to cover the expenses he/she has to meet when he/she travels away from his/her normal station on authorized company business and where ZSIC Life Limited arranges no accommodation.

This allowance shall not be paid to employees who stay in accommodation provided by ZSIC Life Limited i.e. Hotels, lodges, motels, rest houses, etc.

(ii)Subsistence Allowance shall only be paid when an employee stays away overnight. Payment will be made at the rate of Kwacha Nine Hundred (K 900.00) per night across the board. This amount will cover accommodation, food, incidentals and other related expenses.

In the event where the Company Subsistence Allowance is paid, no Out of Pocket Allowance shall be paid.

14.0 MEMBERSHIP TO PROFESSIONAL BODY/ASSOCIATION

(i) Employees who qualify for membership to a professional body shall have their membership/subscription fees and not registration fees paid for by the Company in full as per quotation.

(ii) Employees shall be entitled to subscribe to one local and one overseas professional body.

(iii)Employees shall be allowed to be members of professional institutes that only relate to theif occupation in ZSIC Life Limited.

15.0 DISTURBANCE ALLOW ANCE

(i) Disturbance Allowance shall be paid to compensate an employee in part for the unavoidable incidental expenses, which he/she has to meet when he/she is transferred from one station to another.

(ii) The rate of disturbance Allowance shall be Twenty percent (20%) of annual basic salary across the board for employees on transfer, with Goods in Transit Insurance taken out by the employees at the expense of ZSIC Life Limited.

(iii) Disturbance Allowance shall not be paid to an employee who is transferred at his or her own request.

(iv) When ZSIC Life Limited has transferred an employee, ZSIC Life Limited shall provide temporary accommodation commensurate with the grade for a period not exceeding Fourteen (14) days to enable the employee secure accommodation. During this period, the Companies shall pay the employee Out of Pocket Allowance provided under Clause 12.0 and extend accommodation at Management’s discretion in extreme cases up to Twenty (20) days only without the allowance.

16.0 ACTING ALLOWANCE

When an employee is required in writing by Management to act on behalf of another member of staff who is senior to him or her and so long as he or she has the basic qualifications prescribed for the higher grade and he or she performs this duty for a period of not less than Ten (10) days, then he or she will be entitled to receive the difference between his or her salary and that of the incumbent, or 25% of the office holder’s salary which-ever is higher.

17.0 RESPONSIBILITY ALLOWANCE

When an employee is assigned to carry out duties of a position were substantive appointment is not possible for lack of necessary qualifications, or where an employee is required to perform additional duties or combine his or her duties with the duties of an employee who is in the same grade with him or her, provided he or she performs these duties for a period of not less than Ten (10) days, he or she will be entitled to a Responsibility Allowance instead of an Acting Allowance. The allowance will be Twenty Percent (20%) of the employee’s salary.

18.0 LUNCH ALLOWANCE

Lunch Allowance shall be paid only when an employee is required to travel locally on company business to any place for work (beyond 25KM from their station and the employee is not claiming a subsistence allowance, or when an employee is duly authorized/compelled to work over the Lunch break due to the nature of work

The Allowance shall be calculated at the rate of K wacha üne Hundred and Fifty (K 150.00) per day.

19.0 TRANSPORT ALLOWANCE

Transport Allowance shall be paid only when an employee is duly authorized to work late hours or during weekends and gazetted holidays, at a rate of Kwacha One Hundred and Thirty (K 130.00) per day.

20.0 EDUCATIONAL LOAN

The Company shall assist employees pursuing relevant courses of study in forms of advances and loans where an employee does not qualify for sponsorship.

(i) Advances will be recovered in Six (6) months instalments. Advances whose recovery period exceeds Six (6) months shall attract an interest at a rate of Ten percent (10%) on the principal advance amount whilst;

(ii) Educational loans shall be recoverable over a period of Thirty Six (36) months or the duration of the course and granted at Management discretion.

(iii) Employees who access educational loans for the full cost of study will be bonded for the duration of the course period in accordance with the ZSIC Life Limited Training & development Policy.

(iv) In the event of any employees who have accessed such loan resigns or leave the company prior to the expiry of the bondage period, they shall be required to refund the company the full cost of the loan obtained.

21.0 CAR LOAN

A confirmed employee may be granted a loan to purchase a motor vehicle on the following conditions;

(i) Full purchase price of the car.

(ii) Repayment in Ninety Six (96) monthly installments.

(iii) Employer shall not issue loan for purchase of vehicle older than 10 years.

(iv) Absolute ownership to be in the name of any of ZSIC Life Limited.

(v) Car to be comprehensively insured and the owner must have Personal Accident and Sickness Insurance cover.

(vi) Employee must have capacity to pay as required by the Employment Act.

(vii)From the date of collection of the cheque, the employee will be expected to complete all the purchasing formalities within One (1) month.

(viii)The interest rate on the Car loan shall be at Eight percent (8%) on reducing balance.

22.0 MATERIAL LOAN

(i)Employees who have been confirmed to permanent and pensionable positions shall be eligible for loans to purchase household furniture, in ZSIC Life Limited both shall be eligible for material loans.

(ii)The amount of loan shall be full purchase price of the item repayable over a period of Twenty Four (24) months with an interest rate of Three percent (3%). These loans shall be granted subject to an employee’s ability to pay as required by the Employment Act.

(iv)For the purpose of material loans, Television, Radio, Furniture, and Cookers shall be treated as separate items thus

(v)All material loans shall be full purchase price repayable over a period of Twenty Four (24) months.

23.0 STAFF MORTGAGE SCHEME

Employees who meet the minimum requirement for this scheme may be granted a loan in accordance with rules and regulations governing the Staff Mortgage scheme.

24.0 PERSONAL LOAN

(i)Employees who have been confirmed to permanent and pensionable positions may be entitled to a personal loan.

(ii)The amount of loan shall be determined by the employees’ capacity to pay and the loan will be repayable over a period of Eighteen (18) to Thirty Six (36) months.

(iii)This loan shall be granted subject to an employee’s ability to pay as required and also at Management’s discretion.

25.0 HOUSE AND SPECIAL LOAN

(i) HOUSE LOAN

(a)A House loan may be granted to an employee to purchase or construct a house.

(b)The repayment period for purchase or construction of a house shall be Ninety-Six (96) monthly installments.

(c)Interest on house loans shall be at six percent (6%) on reducing balance.

(d)ZSIC Life Limited may arrange a mortgage scheme facility for the purpose of affording employees house ownership.

(e)Once the mortgage scheme is arranged and in place, all matters relating to house loans

will be transferred and taken care of by the Mortgage scheme.

(f)The repayment period and interest will be as per scheme rules so provided.

(ii) SPECIAL LOAN

(a)A Special loan shall be paid to an employee to improve an existing building structure i.e. wall fence, erection of a gate, installation of electricity, purchase of roofing sheets, connection of water etc.

(b)The repayment period for improving on an existing structure shall not be more than Thirty Six (36) monthly installments with no interest.

26.0SALARY ADVANCE

(i)GENERAL ADVANCE

At the discretion of management and subject to the employee’s capacity to pay;

(a)A reasonable amount may be paid as salary advance to an employee.

(b)Such advance will be recovered in One (1) to Three (3) installments or up to Six (6) installments at Management’s discretion with no interest.

(c)Only One (1) salary advance will be permitted at a time unless extenuating circumstances subsist.

(ii) SCHOOL REQUIREMENTS ADVANCE

At the discretion of Management, advance of salary to purchase school requirements every term will be approved and granted to employees on the following conditions;

(a)Such advance will be granted subject to an employee’s ability to repay.

(b)Such advance will be recovered in Three (3) monthly installments.

27.0 RIGHT TO RECOVER ASSETS DUE TO THE COMPANY

The ZSIC Life Limited shall be entitled, on the termination of an employee’s service for any reason whatsoever, to recover all outstanding monies due and assets from the employee’s terminal benefits and other entitlements.

30.0 JOB EVALUATION SCHEME

(i)ZSIC Life Limited and the Union have agreed that grading of posts within the agreed grades shall be done by means of job evaluation.

(ii)The Job Evaluation Scheme shall be a continuous exercise and shall be administered by the Human Resources Division.

31.0 EMPLOYEE RECOGNITION AWARD

An employee who completes Ten (1 O), Fifteen ( 15), Twenty (20), and Tweny-five (25) years of unbroken dedicated service with the Company shall be entitled to a long service award to be determined by Management in consultation with the Union. Such awards shall also ihclude such criteria as hard work, most disciplined, most improved and other criteria determined by Management and shall be presented during Labour Day Celebrations of each year.

32.0 MERITORIOUS AWARD

Management in consultation with the Union will recognize outstanding achievements by employees from time to time and be given a meritorious award.

33.0 RECORD OF SERVICE

An employee leaving the Company service shall be given a record of service in terms of the Employment Act Cap 512.

34.0 UNIFORM AND PROTECTIVE WEAR

The Company shall provide uniform to certain categories of workers, e.g. Cleaners, Office Messengers, Drivers, Security Guards etc and shall be replaced from time to time as may be necessary or as a result of wear and tear. ZSIC Life Limited shall pay a Laundry Allowance at the rate of Kwacha One Hundred & Fifty (K 150.00) per month to employees in this category.

35.0 REDUNDANCY BENEFIT

In the event of redundancy being inevitable or occurring inevitable, and in accordance with the law, the following formula shall apply; (v)

38.1 EARLY RETIREMENT BENEFIT

Employees who have more than 10 years of service from 15th October 2018 in the company shall have their benefits calculated as follows upon reaching the age of Fifty Five (55);

(i) Twenty-six (26) months’ salary across the board and that the monthly salary to refer to will be the salary in the month of September 2018.

WHEREAS Employees who have less than 10 years of service from 15th October 2018 in the company shall have their benefits calculated as follows upon reaching the age of sixty (60);

(i)Twenty-six (26) months’ salary across the board and that the monthly salary to refer to will be the salary in the month of September 2018.

(ii)Two (2) months’ salary for each completed year of service for the first ten (10) years, plus

(iii)For the next Ten (10) years, Three (3) months’ salary for each completed year of service in excess of first Ten (10) years, plus

(iv)Three and a half (3.5) months’ salary for each completed year in excess of Twenty (20) years, plus

(v)Three (3) months in lieu of notice to terminate employment, plus

(vi)Repatriation Allowance

It is further agreed that permanent and pensionable employees shall be awarded an increment on their basic pay of K5,000.00 with effect from 1st January 2019 and that the benefits above shall only apply to permanent and pensionable employees who are serving in the Company as at 15lh October, 2018 and that the accrued benefits of the permanent and pensionable staff will be locked as at 30th September, 2018. Furthermore, in addition to the KS,000.00 awarded to the basic pay, with effect from I s1 January 2019, ali pay slip a lowances that employees are entitled to shall be merged to the basic salary.

39.0 REPATRIATION BENEFIT

All employees on Early Retirement, Normal Retirement or Medical Discharge and immediate families of the deceased will be repatriated. Repatriation shall be conducted by renowned removal firms by the Company at full cost.

(i) Those opting for cash, the Company shall pay a lump sum of Kwacha Ten Thousand (K 10,000.00)

41.0 GROUP LIFE ASSURANCE BENEFITS (GLA)

In line with the provisions of the Group Life Assurance Scheme administered by the ZSIC Life Limited, the death benefit to the beneficiaries of the estate shall be Three (3) times the employee’s Annual salary.

43.0 NATIONAL PENSION SCHEME AUTHORITY (NAPSA)

In accordance with statutory regulations, membership of the National Pension Scheme Authority is compulsory for all employees. Contributions to this Fund shall be as of then obtaining or as amended from time to time.

44.0 CHRISTMAS GIFT

Management at their discretion, but in consultation with the Union, shall consider paying a Christmas Gift. (Discretion shall mean that Management shall have the final decision)

(ii) In addition to the general increments awarded, employees shall be awarded increments based on individual performance appraisals.

(iii)In addition to the general increments awarded, employees may be awarded increments based on the Company’s performance in the second quarter of 2019.

46.0 WAGE OPENER

It is further agreed that the following items will be discussed and negotiated upon, annually:-

(i)Basic Pay

(ii)Funeral Grant

(iii)Travel on Leave Allowance

(iv)Normal Retirement Benefits

47.0 DISCIPLINARY AND GRIEVANCE PROCEDURE CODE

The Union acknowledges that it is the function of the employer to maintain order, discipline and efficiency and to discharge, suspend or penalize employees for proper cause in accordance with the ZSIC Life Limited Disciplinary & Grievance Procedure Code.

The ZSIC Life Limited Disciplinary & Grievance Procedure Code in force shall be read together with this Collective agreement and will form an appendix. (APPENDIX C)

48.0 INTERPRETATION

The provision of these conditions shall in all cases and in all respects be interpreted in accordance with the Laws of the Republic of Zambia. Disputes or differences which arise at any time hereafter between the parties hereto shall be settled in accordance with the Laws of the Republic of Zambia.

49.0 DATE AND VALIDITY OF THE AGREEMENT

The Agreement shall remain in force for a period of Two (2) years, commencing 1st January 2019 to 31st December 2020.

The Agreement may be amended by mutual consent of the parties and shall remain in force, unless:

(i)Cancelled by mutual agreement or

(ii)Terminated by either party by giving Three (3) months’ notice.

(iv)Human Resources policies such as Workplace Wellness Policy, Training & development Policy, Recruitment Policy etc.

Cynthia M. Chapewa Director - Legal/Acting Head-Human Capital & Administration

Mwewa Kyamulanda Director'- Investments and Treasury

Clemen/Kasonde Bargaining ^nit Chairperson

Collective Agreement - 1st Jan 2019 to 3 Is' Dec 2020

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Jack Munsaka

Bargaining Unit SecretaryV 70»

OFRCfc OF i h;'E LABOUfv C0MMISS«ONE R

Collective Agreement 2019 to 31s1 Dec 2020